Leadership Development

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Leadership Development

The Leading Profile provides a comprehensive exploration of a person’s unique leadership style and its many dimensions in light of a leadership role.

Dr. Kizzy Parks, of KPC, facilitates dozens of professional development workshops every year, training emerging leaders as well as senior executives to understand how personality differences impact collaboration. Dr. Parks provides the LDP’s Personal Style Profile to participants, including civilian and military leaders, to demonstrate how personality characteristics contribute to diversity within the workplace. Participants learn how personality styles and their leading dimensions impact the way teams communicate, collaborate, and handle conflict. The implications are clear: leaders emerge from such workshops prepared to identify personality styles, and better equipped to build and guide diverse teams.

Although professional development workshops are an ideal venue for the LDP, the same benefits can be gained within individual development efforts (whether as part of a formal program or personal initiative). In either case, the LDP has been developed with the end-user in mind, meaning that participants can gain valuable insight regarding personal development opportunities on their own simply by reviewing the available reports. One report in particular, the LDP’s Leading Profile, offers a comprehensive exploration of a person’s unique style and its many dimensions in light of a leadership role. The Leading Profile is an ideal companion to professional development initiatives (especially 360-degree feedback programs), while also serving as an excellent follow-up opportunity for formal workshops.

We found the LDP to be helpful to us in making our hiring decision. We had about 78 applicants for this particular position and we had narrowed it down to the top four. The LDP assessment actually helped us to fine tune the process and gave us more confidence in making that decision.

– Dr. Hinkley, Associate Professor & Chairperson

about the LDP framework

The LDP describes a person’s work style by measuring two primary sources of drive and motivation (Achievement Drive and Relational Drive) and ten supporting dimensions:

Achievement Drive describes the focus and intensity with which an individual approaches common activities as well as long-term goals. At opposite ends of the Achievement Drive continuum, are two primary behavioral patterns: Methodical and Urgent. The five supporting characteristics, referred to as Achieving Dimensions, include:

  • Intensity, the drive to extend effort in meeting or exceeding expectations when performing common tasks.
  • Assertiveness, the confidence level in approaching one’s role and in asserting opinions.
  • Risk Tolerance, the propensity to accept risk in making decisions or taking actions in uncertain situations.
  • Adaptability, the interest in, or comfort level with changing or unplanned circumstances.
  • Decision-making, the extent to which one relies on intuition and experience (versus methodical analysis) in making decisions.

Relational Drive describes the extent to which an individual engages relationally in common circumstances. At opposite ends of the Relational Drive continuum, are two primary behavioral patterns: Guarded and Expressive. The five supporting characteristics, referred to as the Relating Dimensions, include:

  • Status Motivation, the drive to be personally recognized for efforts and accomplishments.
  • Consideration, the awareness of, and propensity to contemplate others’ feelings and needs.
  • Openness, the desire to learn and share personal information with others, including strangers.
  • Affiliation, the desire to collaborate or affiliate with others in performing common activities.
  • Self-protection, the level of trust in the intentions or reliability of others.
how can we serve you?

Contact an Affiliate today or submit an inquiry online.

As a staffing business, we have been working with the Leading Dimensions Profile instrument as a resource for selecting and developing our internal staff.  We also use the LDP as a value added service that we introduce to our clients to impact their ability to hire right the first time and improve employee engagement.  To date, we have experienced outstanding customer service, analysis, and interpretation concerning assessment results.  In a recent instance of using the LDP as an internal selection tool, we assessed an employee who showed the dimensions consistent with a successful staffing sales rep.  We moved the employee into the sales re role, and she has now been successfully transitioned – resulting in a significant increase in our sales activity.    

Staffing Business Owner